本文選題：軍隊(duì) + 干部　； 參考：《華南理工大學(xué)》2015年碩士論文

【摘要】：績效考核是考評人員以特定的標(biāo)準(zhǔn),對組織或個人工作業(yè)績進(jìn)行全面考察及評定,并將考核結(jié)果反饋給考評對象的過程。作為政府機(jī)關(guān)、企事業(yè)單位的重要管理手段,以及理論探索和實(shí)踐應(yīng)用的熱點(diǎn)難點(diǎn)問題,績效考核一直備受學(xué)術(shù)界關(guān)注。建立完善一套良好的軍隊(duì)干部績效考核機(jī)制,對軍隊(duì)選拔任用干部和提升部隊(duì)管理效益具有十分重要的作用。論文以績效考核的發(fā)展和績效考核對軍隊(duì)干部考核工作的積極推動作用為背景,以改進(jìn)和完善聯(lián)勤第X分部干部績效考核機(jī)制為主題,在介紹績效考核相關(guān)理論的基礎(chǔ)上,綜合運(yùn)用文獻(xiàn)分析、比較分析、統(tǒng)計(jì)分析等方法,對聯(lián)勤第X分部干部績效考核的現(xiàn)狀進(jìn)行了研究,并針對發(fā)現(xiàn)的問題提出了改進(jìn)措施。論文共分四部分:第一部分是緒論,主要介紹了本研究的選題來源、研究意義、研究方法、研究內(nèi)容及研究創(chuàng)新點(diǎn)。第二部分對績效考核的相關(guān)概念和理論進(jìn)行了簡單介紹,對績效考核在我軍和外軍的發(fā)展現(xiàn)狀進(jìn)行了比較分析,為聯(lián)勤第X分部干部績效考核研究提供理論支撐。第三部分以聯(lián)勤第X分部為實(shí)例,結(jié)合實(shí)踐調(diào)研,認(rèn)真分析了該部隊(duì)干部績效考核工作的現(xiàn)狀,指出了存在的主要問題和原因。第四部分針對存在的問題,結(jié)合聯(lián)勤第X分部工作實(shí)際,提出了完善聯(lián)勤第X分部干部績效考核機(jī)制的對策措施。本研究堅(jiān)持理論與實(shí)踐相結(jié)合,運(yùn)用德菲爾法、層次分析法(AHP),重新構(gòu)建了干部績效考核指標(biāo)體系,合理確定和量化了考核指標(biāo),同時結(jié)合工作實(shí)際擬制了《聯(lián)勤第X分部干部考核暫行規(guī)定》,為該分部干部考核工作提供了理論指導(dǎo)和應(yīng)用工具。
[Abstract]:Performance appraisal is the process of evaluating the performance of an organization or an individual according to a specific standard, and feedback the result to the object.As an important management means of government agencies, enterprises and institutions, as well as theoretical exploration and practical application of hot and difficult issues, performance appraisal has been concerned by the academic community.It is very important for the army to select and appoint cadres and improve the efficiency of the management of the army by establishing and perfecting a set of good performance appraisal mechanism for military cadres.Under the background of the development of performance appraisal and the positive effect of performance appraisal on the evaluation of military cadres, the paper takes the improvement and improvement of the performance appraisal mechanism of the X branch of the Joint Logistics Service as the theme, and introduces the relevant theories of performance appraisal on the basis of introducing the relevant theories of performance appraisal.By using the methods of literature analysis, comparative analysis and statistical analysis, this paper studies the present situation of cadre performance appraisal in the X branch of Lianqin, and puts forward some improvement measures in view of the problems found.The thesis is divided into four parts: the first part is the introduction, which mainly introduces the origin, significance, method, content and innovation of this research.The second part briefly introduces the related concepts and theories of performance appraisal, compares and analyzes the development status of performance appraisal in our army and foreign army, and provides theoretical support for the research of cadre performance appraisal in the X branch of joint logistics.In the third part, taking the X branch of the joint service as an example and combining with the practical investigation, the paper analyzes the present situation of the cadre performance appraisal, and points out the main problems and reasons.In the fourth part, according to the existing problems, combined with the actual work of the X division of the joint service, the author puts forward the countermeasures to improve the performance appraisal mechanism of the X branch cadres of the joint service.This research insists on the combination of theory and practice, using the Defel method and Analytic hierarchy process (AHP) to reconstruct the cadre performance appraisal index system, reasonably determining and quantifying the appraisal index.At the same time, according to the practice of the work, the interim provisions on cadre assessment of the X branch of the joint service are drawn up, which provides the theoretical guidance and applied tools for the cadre assessment of the branch.
【學(xué)位授予單位】：華南理工大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2015
【分類號】：D262.3

【參考文獻(xiàn)】

相關(guān)期刊論文 前9條

1 章大李;;改進(jìn)和完善干部考核評價工作[J];黨建研究;2007年07期

2 高玲慧;;發(fā)揮干部考核評價的激勵導(dǎo)向作用[J];黨建研究;2009年11期

3 張百尚;張振剛;;淺談科研機(jī)構(gòu)激勵機(jī)制設(shè)計(jì)的原則[J];廣東科技;2006年11期

4 林洛陽;王慧紅;;基于AHP的重大科技成果產(chǎn)業(yè)化影響因素分析[J];福建農(nóng)機(jī);2012年04期

5 趙良勤;;決策理論AHP在機(jī)械設(shè)備RCM系統(tǒng)中的應(yīng)用[J];煤炭技術(shù);2010年05期

6 劉勁松;;關(guān)于完善我軍干部考核體系的思考[J];軍隊(duì)政工理論研究;2012年03期

7 焦玉明;;外軍考評選拔任用軍官的主要做法及有益經(jīng)驗(yàn)[J];西安政治學(xué)院學(xué)報;2006年05期

8 羅國亮;;干部考核制度:新中國60年來的演變與啟示[J];中共南京市委黨校學(xué)報;2009年05期

9 金鍵;以目標(biāo)管理實(shí)現(xiàn)績效考核[J];中國人力資源開發(fā);2000年06期

相關(guān)博士學(xué)位論文 前1條

1 范波;基于聯(lián)盟結(jié)構(gòu)和分配方式的行業(yè)內(nèi)合作研發(fā)激勵機(jī)制研究[D];重慶大學(xué);2010年

相關(guān)碩士學(xué)位論文 前4條

1 王成斌;高校黨政管理人員績效管理研究[D];蘭州大學(xué);2010年

2 周律;武警總隊(duì)機(jī)關(guān)干部績效考核機(jī)制研究[D];復(fù)旦大學(xué);2008年

3 陳尚杰;廣州市領(lǐng)導(dǎo)干部績效考核問題研究[D];華南理工大學(xué);2012年

4 陳煒;供電企業(yè)變電生產(chǎn)管理模式效益評價[D];華北電力大學(xué);2014年

，

本文編號：1743870